The Search for Performance Players
Candidate Background Report
Our search strategy focuses on using a broad spectrum of proven approaches to uncover and identify industry relevant candidates we feel are initially "best suited" for our clients position. .
Proceeding with our personal meeting we conducting extensive in-depth, competency-based evaluation interviews with one of our Firm's partners.
SCHNEIDER, HILL & SPANGLER, LLP
SCHNEIDER, HILL & SPANGLER, LLP
SHS
SHS
®
®
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... November 3, 1926 - November 15, 2010
ARTHUR M. SCHNEIDER, JR.
ARTHUR M. SCHNEIDER, JR.
... November 3, 1926 - November 15, 2010
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THE SEARCH PROCESS - PHASE II
THE SEARCH PROCESS - PHASE II
OUR SERVICES
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CLIENTS
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Identification of
Prospective
Candidates
This process is vital to assess the full scope of the prospective candidates overall qualifications along with critical factors of "cultural fit" and to confirm their motivation, personality compatibility, level of interest and other critical elements in the evaluation process that exceeds our Firm's and our Clients search & selection standards associated with the client assignment
Identification of
Prospective
Candidates
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Phase I: Laying Foundation for Search Success
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CEO & Board Services
CEO & Board Search Services
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The Search for Performance Players
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Pittsburgh
Photo by Ronald C. Yocum
Photo by Ronald C. Yocum
Pittsburgh
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We have found over our years of search experience to maintain an ongoing research strategy throughout the search process. This strategy benefits our client by including those outstanding prospective candidates which otherwise would be excluded using current standard retainer search industry processes.
In the course of our ongoing research efforts as we identify a potential candidate we will undertake telephone discussions to quantify credentials and potential interests.
Consultation with Industry Sources &
Research
Interviewing & Background Evaluations of Prospective Candidates
Interviewing & Background Evaluations of Prospective Candidates
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Consultation with Industry Sources &
Research
Through our extensive network of industry and professional sources we consult with those leaders who can recommend prospective candidates in their relevant industry or industries who are generally not in the open marketplace and are often difficult to attract
Through our extensive network of industry and professional sources we consult with those leaders who can recommend prospective candidates in their relevant industry or industries who are generally not in the open marketplace and are often difficult to attract
Based on our research we'll approach potential candidates by telephone, written correspondence, and through selected sources that act on our behalf and provide an introduction to undertake exploratory discussions with those highly challenging and potential candidates. Because we limit the size of our practice, we're not restricted to the bureaucracy and lack of control that affects many of the larger firms.
Based on our research we'll approach potential candidates by telephone, written correspondence, and through selected sources that act on our behalf and provide an introduction to undertake exploratory discussions with those highly challenging and potential candidates. Because we limit the size of our practice, we're not restricted to the bureaucracy and lack of control that affects many of the larger firms.
We have found over our years of search experience to maintain an ongoing research strategy throughout the search process. This strategy benefits our client by including those outstanding prospective candidates which otherwise would be excluded using current standard retainer search industry processes.
Our search strategy focuses on using a broad spectrum of proven approaches to uncover and identify industry relevant candidates we feel are initially "best suited" for our clients position. .
Upon completion with the initial telephone discussion process we'll invite those executives whom we've determined possesses the "right stuff "to undergo in-depth personal exploratory interviews.
In the course of our ongoing research efforts as we identify a potential candidate we will undertake telephone discussions to quantify credentials and potential interests.
Upon completion with the initial telephone discussion process we'll invite those executives whom we've determined possesses the "right stuff "to undergo in-depth personal exploratory interviews.
Proceeding with our personal meeting we conducting extensive in-depth, competency-based evaluation interviews with one of our Firm's partners.
This process is vital to assess the full scope of the prospective candidates overall qualifications along with critical factors of "cultural fit" and to confirm their motivation, personality compatibility, level of interest and other critical elements in the evaluation process that exceeds our Firm's and our Clients search & selection standards associated with the client assignment
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Phase IV: Transitioning/On-Boarding -
Phase III: Introductions, Choosing Your Dance
Partner & Closing The Deal
It takes Two-to-Tango
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